Personal and Professional Development: A Report for National Trust

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PERSONAL AND PROFESSIONAL
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................................3
LO1..............................................................................................................................................................4
1.1 EVALUATION OF SELF-MANAGED LEARNING APPROACHES..............................................................4
1.2 WAYS IN WHICH SELF-MANAGED LEARNING CAN BE ENCOURAGED IN THE NATIONAL TRUST........6
1.3 ADVANTAGES OF SELF-MANAGED LEARNINGS TO AN ASSISTANT MANAGER OF NATIONAL TRUST
AND THE ORGANIZATION ITSELF.............................................................................................................8
LO2..............................................................................................................................................................9
2.1 EVALUATE OWN SKILLS AND COMPETENCY AS A MANAGER AGAINST THE PROFESSIONAL
STANDARDS FOR VISITOR WELCOME MANAGER AND AGAINST ORGANISATIONAL OBJECTIVES...........9
2.2 OWN DEVELOPMENT NEEDS AND REQUIRED ACTIVITIES TO FULFIL THOSE NEEDS........................10
2.3 IDENTIFICATION OF DEVELOPMENT OPPORTUNITIES WITHIN AND OUTSIDE OF THE NATIONAL
TRUST TO MEET CURRENT AND FUTURE DEFINED NEEDS.....................................................................11
2.4 PERSONAL AND PROFESSIONAL DEVELOPMENT PLAN....................................................................13
LO3............................................................................................................................................................15
3.1 THE ACTIVITIES AND PROCESSES THAT ARE REQUIRED TO IMPLEMENT DEVELOPMENT PLAN......15
3.2 UNDERTAKE AND DOCUMENT DEVELOPMENT ACTIVITIES AS PLANNED........................................17
3.3 CRITICALLY REFLECT ON OWN LEARNING AGAINST ORIGINAL AIM AND OBJECTIVES.....................18
3.4 UPDATE PERSONAL AND PROFESSIONAL DEVELOPMENT PLAN AFTER CRITICAL EVALUATION AND
FEEDBACKS............................................................................................................................................19
LO4............................................................................................................................................................20
4.1 PRODUCE A REPORT TO PROVIDE SOLUTIONS TO WORK-BASED PROBLEMS.................................20
INTRODUCTION.................................................................................................................................20
PROBLEM SOLVING TECHNIQUES......................................................................................................20
CONCLUSION.....................................................................................................................................21
4.2 POSTER PRESENTATION...................................................................................................................22
4.3 A LEAFLET ON THE TIME MANAGEMENT TECHNIQUES FOR THE EMPLOYEES OF THE NATIONAL
TRUST....................................................................................................................................................23
CONCLUSION.............................................................................................................................................25
REFERENCES..............................................................................................................................................26

INTRODUCTION
Personal and professional development helps in managing the learning and growth of
individuals throughout their careers. It is necessary to continue learning and developing to keep
the skills and knowledge up to date with time and to ensure safety at work and to continue
working legally and effectively. Personal and professional development enhances the skills of
individuals that help them in achieving their career goals (Sangster, 2017).
In this assignment, the importance of self-managed learning to the employees of an
organization is discussed and how can an organization adapt these learning approaches are
described. Further, a development plan is made to assess the current and future skills required
to be a manager in the National Trust. It is necessary to assess the current skills and required
skills to achieve future career objectives. Furthermore, a report is prepared to provide solutions
to the problems of National Trust and a leaflet is produced to provide appropriate time
management strategies to the employees of the National Trust and a poster for better
communication to stop workplace bullying and harassment.
National Trust was founded in 1895 and is a charity trust. It takes care of ancient arts and
natural resources so that the millions of visitors who visit the places can have wonderful travel
experience. The visitor services team of National Trust takes care of serving the guests.

LO1
1.1 EVALUATION OF SELF-MANAGED LEARNING APPROACHES
Self-managed learning
According to Bennett (2017), Self-managed learning refers to the process where individuals
initiate learning activities by themselves. This can be determined by the target and goals set by
an individual for their learning. In this process, an individual sets his goal parallel to the
organizational goals and set objectives to achieve those goals through learning activities. Self-
learned individuals in organizations can assess it at the time of problems and also help the
organization to grow by giving potential and new ideas for development. The set goals and
objectives of an individual should be smart to achieve them through the self-learning process.
National Trust can initiate self-learning approaches for its employees to motivate them and to
help them to grow through their experiences and organizational situations without the help of
their seniors (Albrecht and Dwyer, 2015).
Approaches
Learning from other people
At National Trust, employees can observe their colleagues and senior managers and acquire
their efficient skills through observations and applying those learnings with the combination of
self-skill and learning can provide amazing results to individuals. By observing people and
adopting the efficient skills of colleagues can make an individual closer to his/her future career
goals (Nisbet and Shucksmith, 2017).
Learning from internet sources
The Internet has a variety of research sources and other databases that can provide relevant
information for the development of skills and knowledge of an individual. With the help of
various tools, research information and articles, individuals can develop their skills and abilities
and can be beneficial for the National Trust as well as for themselves (Nisbet and Shucksmith,
2017).

Secondment
In this approach of self-managed learning, the employees of the National Trust can be
transferred to other organizations and through observation and experience; they can learn
different sets of skills and abilities. National Trust can make these employee exchange programs
with other organizations for better self-learning enhancement of its employees (Nisbet and
Shucksmith, 2017).
Social media sources
Every individual in today's world is strongly connected to social media. Facebook, YouTube,
WhatsApp, and Instagram are some of the social media platforms that provide useful
information along with entertainment. Employees of National Trust can use these social media
platforms as the sources of self-learning and improve their skillsets for better future career
opportunities (Nisbet and Shucksmith, 2017).
Seminars, conferences, and workshops
Seminars and workshops can help employees of National Trust to better develop their skills and
abilities. National Trust can conduct regular workshops and conferences to make employees
understand how to deliver better services to the guests and regular seminars can also help
visitor service team proper skills and abilities to efficiently render their services (Nisbet and
Shucksmith, 2017).
Coaching
With the help of coaches and mentors, the members of the Visitor service team can learn new
and important skills to provide efficient service to the visitors. National Trust can appoint these
mentors to provide guidance and assistance to its employees to enhance their self-managed
learning process (Nisbet and Shucksmith, 2017).

1.2 WAYS IN WHICH SELF-MANAGED LEARNING CAN BE ENCOURAGED IN THE
NATIONAL TRUST
Self-managed learning is the key to growth in the organizations like National Trust where
employees through self-learning can make their decisions and help the organization to develop
by providing new and innovative ideas and can provide better and efficient services to guests.
Self-learning is a continuous process and can help in the personal and professional
development of the employees. The activities conducted in the organization help in developing
new skills and knowledge that can make employees competent and can help in the
development of the self and that of the other. The management of the National Trust can
initiate learning and training programs to help and develop the employees of the organizations
through apprenticeship, employee migration schemes and another such development program
(Bennett, 2017).
There are several learning styles from which an individual can choose and start developing skills
and knowledge. Some of the learning styles are given below from which the visitor’s team
management of the National Trust can develop and learn self-managed learning.
Self- reflections
Self-reflection is the process through which an individual can reflect on his/her actions and
learn from those actions. Those experiences play as the guiding direction for the future course
of actions, if carefully considered (Tsingos et al., 2015).
Theorists
In the theorist style of learning, people tend to look for facts and data before the things and
want to learn the concepts behind those things to get a better and detailed understanding of
the things (Tsingos et al., 2015).
Pragmatics
Pragmatism is the style of learning where people apply practical approaches to the daily
experiences of life. These people take part actively in learning from day to day activities and
apply new knowledge and practices in their daily lives (Tsingos et al., 2015).

Reflectors
In this style of learning, people are very observant and like to observe the situations and learn
from them before using their skills and knowledge (Tsingos et al., 2015).
Kolb’s learning cycle
In this theory, the individuals reflect their concrete experiences to understand the nature of
those experiences and try to apply the learning from those experiences in the future course of
action (Tsingos et al., 2015).
Ergo, the self-learning styles can help in the assessment of already existing skills and can
develop new skills and knowledge and can cultivate new learning outcomes.

1.3 ADVANTAGES OF SELF-MANAGED LEARNINGS TO AN ASSISTANT MANAGER
OF NATIONAL TRUST AND THE ORGANIZATION ITSELF
Self-managed learning is beneficial to the employees of the National Trust and especially to the
managers who can better impart their skills and knowledge to their subordinates and better
manage and coordinate the working of the National Trust. Some of the benefits of self-
managed learning to the organization and its managers are:
Upsides to an assistant manager
 Manager can develop self-managed skills and can become independent and does not
have to depend on others for work.
 Managers can better lead and manage the team by developing a new set of skills and
knowledge (Cunningham, 2017).
 Managers can reduce his/her workload by guiding team members towards self-learning
techniques and better delegate work to the employees through new skills of delegation
and task-sharing.
 Managers can work efficiently and can manage better in the organization through self-
managed learning and skills acquirement (Cunningham, 2017).
Upsides to the organization
 The self-managed learning of the employees can help the National Trust to grow and
develop further as capable human resources are the best asset of any organization.
 The self-managed learning of the employees can reduce the burden of higher-level
management in the National Trust as the employees can be self-motivated and won't
need guidance for learning styles (Cunningham, 2017).
 Improved skills and abilities o0f the employees will help in delivering better services and
customer satisfaction to the guests of the National Trust and can improve the goodwill
of the organization.
 The performance of the National Trust can become better with the overall development
of the employees and this enhancement will result in future growth and development of
the organization (Cunningham, 2017).

LO2
2.1 EVALUATE OWN SKILLS AND COMPETENCY AS A MANAGER AGAINST THE
PROFESSIONAL STANDARDS FOR VISITOR WELCOME MANAGER AND AGAINST
ORGANISATIONAL OBJECTIVES
OWN SKILLS AND COMPETENCIES AGAINST PROFESSIONAL STANDARDS OF MEMBERSHIP
AND VISITORS TEAM MANAGER
I have good communication skills and can communicate with the guests and other employees
to better share their grievances and provide better services to the guests and can motivate the
employees of the Visitor's team to work efficiently and diligently to provide the best customer
experiences to the guest of the organization. I am good at taking and managing risks and can
develop new and creative ideas for the growth and development of the organization. I am good
at IT skills such as the use of analytical tools and databases for gathering new information. I
have experience in marketing and promotional activities and knowledge of tourism and
heritage promotion with a vocational qualification in the field. I need to improve my leadership
skills, team management skills, presentation skills and problem-solving skills to provide better
services and to perform the role of the Visitor Welcome Manager diligently (Quendler and
Lamb, 2016).
Therefore, with the help of self-assessment of current skills and knowledge, an individual can
develop an understanding about competency to perform future job roles and can help in
creating self-development plans to better manage and acquire new skills necessary to perform
the role of the future job efficiently.
COMPETENCIES AND SKILLS OF AN INDIVIDUAL AGAINST THE ORGANIZATIONAL OBJECTIVE
OF THE NATIONAL TRUST
The objective of the National Trust is to provide better customer experiences to the guests and
to maintain the values and culture of the organization. The values of the organization are to
inspire people and to encourage them to donate and visit the places with good cause and have

the best time with the organization. I have good communication skills and experience in
delivering quality services to the guests of the tourism industry. I am dedicated to fulfill the aim
and objectives of National Trust through my skills and knowledge and to retain the work ethics
and values of the organization while working. I have knowledge of financial management and
can take care of the budget of the organization and can work diligently and efficiently towards
organizational goals. I am a very ardent learner and am open to new challenges and
opportunities and to learn from those challenges (Quendler and Lamb, 2016).
2.2 OWN DEVELOPMENT NEEDS AND REQUIRED ACTIVITIES TO FULFIL THOSE
NEEDS
DEVELOPMENT NEEDS REQUIRED ACTIVITIES
Leadership skills To guide and lead the team effectively and to
delegate the work
team management skills Set goals and targets that can be achieved in
teams and learn from each other's
experiences and abilities
Presentation skills Create ideas and plans and learn to present
those ideas in front of the management of the
organization
Problem-solving skills By using case-studies of the problems and
learning from the solutions to those problems
and also learning other problem-solving
techniques.
Good customer relationship skills By learning about the needs and demands of
consumers, providing solutions to their
grievances and better communication skills.
Motivation skills To self-motivate by setting targets and goals
and from the experiences and also to motivate
teams by presenting examples and guides.
Abilities to work towards fulfilling
organizational objectives
By learning the values and objectives of the
organization and developing skills to fulfill
those objectives.
Time management skills and flexibility in work To learn different time management skills and
abilities and self-motivating to adopt new
changes.

2.3 IDENTIFICATION OF DEVELOPMENT OPPORTUNITIES WITHIN AND
OUTSIDE OF THE NATIONAL TRUST TO MEET CURRENT AND FUTURE DEFINED
NEEDS
Employee development is the key aspect of the development and growth of the National Trust
and therefore, National Trust has initiated various training and learning programs for its
employees.
Skills development needs Development
opportunities within the
National Trust
Development
opportunities outside the
National Trust
Marketing and
promotional skills
Through experiences and by
the guidance and observation
from the senior management
of the organization
(Hildebrand, 2018).
By reviewing market trends
and gaining marketing
knowledge through research
and surveys.
Leadership and
motivation skills
By guiding and supporting the
subordinates and observing
other leaders and by solving
grievances of the employees.
By joining leadership and
motivational training and
workshops and leading
informal groups and sharing
your leadership ideas with
peers and family.
Risk and contingency
management skills
Through identification of risks
and by preparing in advance
for contingencies and by
reviewing the past risk-
management case-studies in
the organization.
By researching risk
management and also by
reviewing the risk
management strategies
adopted by the people of
large
organizations(Hildebrand,
2018).
Good communication and
consumer relationship
skills
By presenting new ideas and
establishing communication
with colleagues and by
learning about the consumers
and their needs from other
employees.
By communicating with
friends and colleagues and
practicing communication
skills individually in front of
mirrors.
To meet organizational
objectives and goals
By learning about
organizational objectives and
values and from observing the
organizational culture and
learning from the
organizational
environment(Hildebrand,
Searching organizational
objectives and learning about
the organization through
various internet sources.